BenLuby
Senior Member
- Joined
- May 28, 2002
- Professional Status
- Certified Residential Appraiser
- State
- Georgia
Bemis,
The best way to learn to be a trainer is to remember how you got into this business.
Remember setting goals for yourself, and roadmarks of where you should/wanted to be? Expect the same of your trainees.
Start them off in the office, and, if they can't handle basic information after what you deem suitable time, then let them know. Give them routine reviews and let them know where they are and where they should be.
And, if they don't cut it, either intelligence wise or moral wise, can them. Not to sound cold blooded, but realistically, that is the only way you can help stop sloppy reports like you see in review work.
I realize that I am still in the training process, but I can offer some words on training people. I was a training supervisor in the Navy, and went through about five different schools on how to do it.
Sit down, write up a progress chart. Show the steps that you expect to be met, and the time frame to meet them in. Realize that most people cannot retain multiple new pieces of information at one time.
Never get annoyed at a question, no matter how basic you consider it.
Establish a set date to hold a review with the trainee, and go over the information professionally.
Don't just focus on their screw ups in the review. Start off by informing them of their deficiencies, then, as you wind up the review, tell them about their progress. This will end the session on a positive note, and actually motivates them. Also, this way the bad part is now what it should be viewed as, Corrective Criticizm.
Finally, if they do not make the progress required, you have the unpleasant task of terminating that person. Routine tardiness, non improvement, and lack of ethics are all good grounds in this profession to terminate a trainee.
But remember this, the only way to prevent bad appraisers in the future is to take on the unpleasant task of training the new crop properly.
Those who constantly scream about the current slop work being done, the number hitters, and the spineless, and who do not train are like someone who constantly complain about the government but do not vote.
It is a mentor's nightmare, but the only way to truly improve the profession is from the inside, and that means training properly, and trying to keep a good appraiser in house, so you can train more, thereby increasing your volume as well as the quality of work. The only way to really do it right is to starve out the number rollers. I realize most people don't want to turn in bad work, but, unfortunately, sticking our head in the sand and complaining will not fix it. Sometimes, we have to put up with lost time for the big picture, and forget the short terms.
Just my one cent.
By the way, Bemis, from reading your posts, I think you would be a great mentor. Diligent, and efficient, and not given to molly coddling screw ups. And in this business, if you don't have a thick skin, you are in the wrong profession.
The best way to learn to be a trainer is to remember how you got into this business.
Remember setting goals for yourself, and roadmarks of where you should/wanted to be? Expect the same of your trainees.
Start them off in the office, and, if they can't handle basic information after what you deem suitable time, then let them know. Give them routine reviews and let them know where they are and where they should be.
And, if they don't cut it, either intelligence wise or moral wise, can them. Not to sound cold blooded, but realistically, that is the only way you can help stop sloppy reports like you see in review work.
I realize that I am still in the training process, but I can offer some words on training people. I was a training supervisor in the Navy, and went through about five different schools on how to do it.
Sit down, write up a progress chart. Show the steps that you expect to be met, and the time frame to meet them in. Realize that most people cannot retain multiple new pieces of information at one time.
Never get annoyed at a question, no matter how basic you consider it.
Establish a set date to hold a review with the trainee, and go over the information professionally.
Don't just focus on their screw ups in the review. Start off by informing them of their deficiencies, then, as you wind up the review, tell them about their progress. This will end the session on a positive note, and actually motivates them. Also, this way the bad part is now what it should be viewed as, Corrective Criticizm.
Finally, if they do not make the progress required, you have the unpleasant task of terminating that person. Routine tardiness, non improvement, and lack of ethics are all good grounds in this profession to terminate a trainee.
But remember this, the only way to prevent bad appraisers in the future is to take on the unpleasant task of training the new crop properly.
Those who constantly scream about the current slop work being done, the number hitters, and the spineless, and who do not train are like someone who constantly complain about the government but do not vote.
It is a mentor's nightmare, but the only way to truly improve the profession is from the inside, and that means training properly, and trying to keep a good appraiser in house, so you can train more, thereby increasing your volume as well as the quality of work. The only way to really do it right is to starve out the number rollers. I realize most people don't want to turn in bad work, but, unfortunately, sticking our head in the sand and complaining will not fix it. Sometimes, we have to put up with lost time for the big picture, and forget the short terms.
Just my one cent.
By the way, Bemis, from reading your posts, I think you would be a great mentor. Diligent, and efficient, and not given to molly coddling screw ups. And in this business, if you don't have a thick skin, you are in the wrong profession.